The Art of Informing Candidates of Interview Decisions

The Art of Informing Candidates of Interview Decisions

As an employer, making the decision to hire a new candidate can be a daunting task. It’s equally important, however, to make sure the candidates who weren’t selected for the job receive a clear and timely response. In today’s job market, candidates are not only looking for employment opportunities, but also a positive and professional experience throughout their job search. In this article, we will discuss the art of informing candidates of interview decisions and leave you with strategies to implement in your own hiring process.

Why is it important to inform candidates of interview decisions?

While your decision has already been made, providing feedback to those who didn’t make the cut is essential for maintaining a positive reputation. Remember, candidates who didn’t get the job may very well be your future customers or industry contacts. Moreover, studies show that candidates who have negative experiences with the interview process are more likely to share their experiences on social media sites such as Glassdoor, which can damage your company’s brand.

When should you inform candidates of interview decisions?

Once you have made a decision, it’s important to inform all candidates who were interviewed, including those who did not make the cut. Ideally, this should be done within a week of the interviews. Candidates will appreciate the swift reply, which reinforces the perception of professionalism within your company.

How to Inform Candidates of Interview Decisions

1. Phone Calls: Making a phone call to those who were interviewed but not selected, is a surefire way to communicate your decision in a personal and respectful manner. Take out a few minutes to provide feedback on how they can improve their interviewing skills.

2. Email Confirmation: Many hiring managers opt for email as a way to communicate the news, as it’s more convenient and faster than a phone call. However, consider personalizing your email by including feedback or reasons for their non-selection. This can help the candidate in their job search moving forward.

3. Thank You Notes: Don’t underestimate the power of a handwritten thank-you note. It can be a thoughtful gesture that gives the job seeker a positive image of your company. In addition, the message will demonstrate that you appreciated their time and were grateful for getting to know them.

Conclusion

The art of informing candidates of interview decisions involves not only letting them know they’ve been unsuccessful, but also providing constructive feedback. By being timely, personal, and professional in your communication, you can ensure a positive experience for your candidates and maintain a favorable reputation for your company. Remember, the goal is to maintain a positive connection with candidates because you never know when they may cross paths with your company again.